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The Conference Board's 2017 Leadership Development Conference - Chicago

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Insights from Korn Ferry

Insights from Korn Ferry

The high cost of misidentifying high-potential leaders

The high cost of misidentifying high-potential leaders

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The trillion dollar difference

The trillion dollar difference

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Rebuilt to last: The journey to digital sustainability

Rebuilt to last: The journey to digital sustainability

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Eight imperatives of impactful leadership development

Eight imperatives of impactful leadership development

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The Readiness Linchpin

The Readiness Linchpin

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Leaders for a digital transformation

Leaders for a digital transformation

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Korn Ferry Solutions

Korn Ferry Solutions

Korn Ferry Corporate Brochure

Korn Ferry Corporate Brochure

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Strategy Execution & Organization Design

Strategy Execution & Organization Design

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Talent Strategy & Workforce Design

Talent Strategy & Workforce Design

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Rewards & Benefits

Reward & Benefits

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Assessment & Succession

Assessment & Succession

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Leadership Development

Leadership Development

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Take a deeper look at our programs. 

Take a deeper look at our programs.

Effective Communicating

Effective Communicating

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EI for Leadership Success

EI for Leadership Success

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Assessment of Leadership Potential

Assessment of Leadership Potential

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Managing Inclusion

Managing Inclusion

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Readiness Assessments

Readiness Assessments

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Talent Development

Talent Development

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TalentSelection

TalentSelection

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Your Leadership Aspirations

Your Leadership Aspirations

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Your Leadership Experience

Your Leadership Experience

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Korn Ferry Presentations

Korn Ferry Presentations

 

 

 

 

 

 

 

 

 

Transformational change requires us to change as learning professionals.

Thursday, June 8   |   9:15 – 10:15 AM  

Dennis Baltzley, Ph.D.

Global Head of Leadership Development 

Korn Ferry Hay Group

Digital disruption is not something that is happening to someone else, it’s here, right now, for all of us, and it’s accelerating the pace of change that organizations must adapt to in order to remain competitive, or sometimes to remain relevant. Yet, most organizations find they are not prepared to meet the challenge effectively.

 

In this session, we will discuss how Digital has focused nearly every business on their ‘two speed’ problem – both pressure to perform in their core businesses, as well as pressure to tackle issues and opportunities outside the realm of their historic experience. There are many implications for leaders, for example, we have seen a shift in how they are inspiring and motivating their organizations to harness the power of people’s discretionary effort. The days of articulating a 3-5 year strategic plan as a compelling picture of the future are over. Now, senior leaders need a different approach.

 

To prepare leaders to effectively deal with this accelerated pace of change, development of new challenges, and in turn, our approach to learning must also change. In this session, we’ll:

  • Discuss the requirements of adult learning that make personal change occur and stick.
  • Challenge long-standing assumptions about the methods used to develop leaders.
  • Share examples of non-traditional leadership development/learning approaches that companies are trying, and transforming with.

Digital disruption is not something that is happening to someone else, it’s here, right now, for all of us, and it’s accelerating the pace of change that organizations must adapt to in order to remain competitive, or sometimes to remain relevant. Yet, most organizations find they are not prepared to meet the challenge effectively.

 

In this session, we will discuss how Digital has focused nearly every business on their ‘two speed’ problem – both pressure to perform in their core businesses, as well as pressure to tackle issues and opportunities outside the realm of their historic experience. There are many implications for leaders, for example, we have seen a shift in how they are inspiring and motivating their organizations to harness the power of people’s discretionary effort. The days of articulating a 3-5 year strategic plan as a compelling picture of the future are over. Now, senior leaders need a different approach.

 

To prepare leaders to effectively deal with this accelerated pace of change, development of new challenges, and in turn, our approach to learning must also change. In this session, we’ll:

  • Discuss the requirements of adult learning that make personal change occur and stick.
  • Challenge long-standing assumptions about the methods used to develop leaders.
  • Share examples of non-traditional leadership development/learning approaches that companies are trying, and transforming with.
Download the presentation